SHRMCERTIFICATIONCompetency Based HR Drives Organisational Excellence
Why
competency
based HR is
important
We now live and work in a global economy, in which geographic borders are virtually non-existent, and innovation, agility and strategy are critical success factors. The HR profession operates at the core of this global economy, ensuring the alignment of organizational strategy with a high-performing workforce. Global economy is reshaping by becoming more service oriented, with a complete dependence on the knowledge and expertise of the workforce. All professions have a structured framework of com-petency development and validation (certification) through credi-ble global organizations. (CA, ACCA, CISA, CPA, CCNA, FRCS). Unfortunately, HR profession did not have a professional compe-tency framework in the past and thus being regarded as a gener-ic function. Not having a competency based qualification has disadvantaged the HR professionals in terms of their strategic contribution and earning potential in the organization.
SHRM has developed
HR Body of
Competency & Knowledge
The Society for Human Resource Management (SHRM) is the world’s largest association. Based in United States, it is repre-senting more than 300,000 members in 180 countries. The Soci-ety is the leading provider of resources to serve the needs of HR professionals and advances the professional practice of human resource management. Founded in 1948, SHRM has more than 575 affiliated chapters within the United States and 275 partners around the globe. SHRM provides the resources that are essen-tial to staying in the forefront of the HR profession, as well as increasing the HR competencies of its members. For seven decades, the SHRM has served the human resource profession. Considering the significant importance of HR to drive organiza-tion performance, The Society for Human Resource Manage-ment has developed HR body of competency& knowledge. It is based on 3 years’ rigorous global research in collaboration with 32,000 professionals and employers, 640 CHROs, 111 focus groups with 32 nations in 33 countries around the world. SHRM HR Competency Standard comprises of 4 domains BUSINESS, LEADERSHIP, INTERPERSONAL and TECHNICAL HR.
SHRM Competency BasedHR Certification
What are the functional and behavioral HR competencies?
Competencies can be either technical or behavioural. Technical competencies reflect the knowledge specific to a given profession that is required for a professional in HR field to perform a particular role. SHRM BoCK has 8 behavioural competencies.
Behavioral competencies describe the Knowledge, skills, abilities and other attributes that facilitate the application of technical knowledge to job-related behaviors. SHRM BoCK has 15 technical competencies however one competency “US Employment Laws & Regulations” is not applicable outside USA.
HR FUNCTIONAL COMPETENCIES
CLUSTER COMPETENCY DEFINITION
Pe
op
le
HR STRATEGIC PLANNING
TALENTACQUISITION
EMPLOYEE ENGAGEMENT &RETENTION
LEARNING &DEVELOPMENT
TOTAL REWARDS
Involves the activities necessary for developing, implementing and managing the strategic direction required to achieve organizational success and to create value for stakeholders.
activities Encompasses the involved in building and maintaining a workforce that meets the needs of the organization.
Refers to the activities aimed at retaining high-performing talent, solidifying and improving the relationship between employees and the organization, creating a thriving and energized workforce, and developing strategies to address appropriate performance expectations from employeesat all levels.
The activities that enhance the knowledge, skills, abilities and other characteristics (KSAOs) and competencies of the workforce in order to meet the organization’s business needs.
Refers to the design and implementation of compensation systems and packages, which employers use to attract and retain employees.CLUSTER
STRUCTURE OF THEHR FUNCTION
ORGANIZATIONAL EFFECTIVENESS &
DEVELOPMENT
WORKFORCE MANAGEMENT
EMPLOYEE & LABOR RELATIONS
TECHNOLOGY MANAGEMENT
Org
aniz
atio
n
Encompasses the people, processes, theories and activities involved in the delivery of HR-related services that create and drive organizational
Concerns the overall structure and functionality of the organization, and involves measurement of long- and short-term and growth of people and processes, and implementation of necessary organizational change initiatives.
Refers to HR practices and initiatives that allow the organization to meet its talent needs (e.g., workforce planning, succession planning) and to close critical gaps in competencies.
Involves the use of existing, new and emerging technologies to support the HR function, and the development and implementation of policies and procedures governing the use of technologies in the workplace.
Refers to any dealings between the organization and its employees regarding the terms and conditions of employment.
STRUCTURE OF THEHR FUNCTION
ORGANIZATIONAL EFFECTIVENESS & DEVELOPMENT
WORKFORCE MANAGEMENT
EMPLOYEE & LABOR RELATIONS
TECHNOLOGY MANAGEMENT
HR IN THE GLOBAL CONTEXT
DIVERSITY & INCLUSION
RISK MANAGEMENT
CORPORATE SOCIAL RESPONSI-BILITY
U.S. EMPLOYMENT LAW & REGULA-TIONS
(NOT APPLICABLE OUTSIDE U.S.A)
Wo
rkp
lace
Focuses on the role of the HR professional in managing global workforces to achieve organizational objectives.
Encompasses activities that create opportunities for the organization to leverage the unique backgrounds and characteristics of all employees to contribute to its success.
The assessment and prioritization of risks, and the application of resources to minimize, monitor and control the probability and impact of those risks accordingly.
Refers to the knowledge and application of all relevant laws and regulations in the United States relating to employment — provisions that set the parameters and limitations for each HR functional area and for organizations overall.
Represents the organization’s commitment to operate in an ethical and sustainable manner by engaging in activities that promote and support philanthropy, transparency, sustainability and ethically sound governance practices.
BEHAVIORAL COMPETENCIES
CLUSTER COMPETENCY DEFINITION
Bus
ines
s
The KSAOs needed to understand the organization’s operations, functions and external environment, and to apply business tools and analyses that inform HR initiatives and operations consistent with the overall strategic direction of the organization.
The KSAOs needed to work with organizational stakeholders in evaluating business challenges and identifying opportunities for the design, implementation and evaluation of change initiatives, and to build ongoing support for HR solutions that meet the changing needs of customers and the business.
CRITICAL
EVALUATION
BUSINESS
ACUMEN
CONSULTATION
The KSAOs needed to collect and analyze qualitative and quantitative data, and to interpret and promote findings that evaluate HR initiatives and inform business decisions and recommendations.
Inte
rper
sona
l
The KSAOs needed to create and maintain a network of professional contacts within and outside of the organization, to build and maintain relationships, to work as an member of a team, and to manage while supporting the organization.
The KSAOs needed to craft and deliver concise and informative communications, to listen to and address the concerns of others, and to transfer and translate information from one level or unit of the organization to another.
GLOBAL & CULTURAL
RELATIONSHIP
MANAGEMENT
COMMUNICATION
The KSAOs needed to value and consider the perspectives and backgrounds of all parties, to interact with others in a global context, and to promote a diverse and inclusive workplace.
Lea
der
ship
The knowledge, skills, abilities, and other characteristics (KSAOs) needed to navigate the organization and accomplish HR goals, to create a compelling vision and mission for HR that aligns with the strategic direction and culture of the organization, to lead and promote organizational change, to manage the implementation and execution of HR initiatives, and to promote the role of HR as a key business partner.
EFFECTIVENESS
effective
effectively
LEADERSHIP & NAVIGATION
ETHICAL PRACTICE
The KSAOs needed to maintain high levels of personal and professional integrity, and to act as ethical agent who promotes core values, integrity and accountability throughout the organization.
SHRM CERTIFIED PROFESSIONAL (SHRM-CP)
YOUR COMPLETE SOLUTION FOR SHRM CERTIFICATION EXAM SUCCESS
2021
What is SHRM Certification?
What is di�erence between SHRM-CP and SHRM-SCP
What is eligibility criteria for SHRM-CP and SHRM-SCP?
SHRM Certification is examination based professional qualification Earning SHRM Certification credential makes you a recog-nized expert and leader in the HR field and a valuable asset to your organization, keeping you and your organization more competitive in today's economy. This professional distinction sets you apart from your colleagues, proving your high level of knowledge and skills.
HR professionals who implement policies and strategies, serve as point of contact for staff and stakeholders, deliver HR services, and perform operational HR functions, should take the SHRM-CP exam.
HR professionals who develop strategies, lead the HR function, foster influence in the community, analyze performance metrics, and align HR strategies to organizational goals, should take the SHRM-SCP exam.
SHRM SENIOR CERTIFIED PROFESSIONAL (SHRM-SCP)
2021
HR TRAINING FOR ORANIZATIONAL SUCCESS
SHRM SENIOR CERTIFIED PROFESSIONAL (SHRM-SCP)
An entire organization benefits when individual HR professionals earn their SHRM Certified Professional (SHRM-CP®) or SHRM Senior Certified Professional (SHRM-SCP®) certification. These credentials are built on the SHRM BoCK™, which defines the standards for knowledge, strategies and competencies required for effective HR professionals around the world.
SHRM certification proves your HR team has:
The ability to think strategically and perform effectively
The most current and relevant HR knowledge A unique emphasis on HR competencies
The skills necessary to apply best practices for immediate impact
State-of-the-art credentials from the world’s largest HR membership organization
T t l 2 Se s o s o t n ng 3 urs o le rning
o t o p
2022 SPRING SESSION
As an official SHRM Education Partner, our certification prep course utilizes the 2021 SHRM Learning System, giving you access to the most effective and up-to-date exam preparation tools available. Long after the course is finished, SHRM Learning System materials will serve as a valuable resource to provide answers to a wide range of HR challenges.
Want to learn more about what we offer?
HR Metrics is pleased to offer cost-effective, convenient and customizable options for preparing some or all of your HR staff for SHRM Certification. Training can be held on-site at your location or in one of our classroom courses.
Choose Expert Leadership and Guidance
Training your staff with HR Metrics ’s course can save time, simplify implementation and increase the effectiveness of the training. Our certified instructors have HR experience to help students learn faster, retain more knowledge and prepare to pass the exam. Upon completion, students will be prepared to sit for the SHRM-CP/SHRM-SCP with confidence. All students will sharpen their knowledge and practical, real-life competencies to make an immediate impact inyour organization.
HR Leaders view their SHRM-certified employees as better prospects for leadership opportunities and as individuals who are invested in the success of the organization.
Spring 2021 Course:12 Mar 2022 – 25 Jun 2022Tota 15 Sesssions containing 45 hours of learningClass on every 10 am - 1 pm Last date of Registration: 12 Feb 2022
Course Fee: $1800
Saturday
Regular registration : Valid till 20 Mar 2020 (USD 1600)
2021
HOW WE PREPARE YOURPROFESSIONALS
Don’t delay! Contact us now to start planning for 2021 training initiatives!
http://thehrmetrics.com/hr-certifications/
By combining the 2021 SHRM Learning System with structured teaching, classroom discussions and online tools, we keep participants on track to pass the exam. The 2021 SHRM Learning System offers a personalized SmartPath™ learning experience that is designed to dynamically adjust based on student progress and proficiency. Real-time results allow students to use time wisely and increase readiness for the SHRM-CP and SHRM-SCP exam.
» RESOURCES TO BOOST EXAM CONFIDENCE Class time is supplemented with flashcards, real-world
HR knowledge, competencies in action, practice test questions and additional resources to ensure students are ready for the SHRMCP or SHRM-SCP exam.
» PERSONALIZED LEARNING EXPERIENCE The 2021 SHRM Learning System allows instructors to
work with students to build a custom learning experience that tailors topics to students’ learning needs.
» FOCUSED, TOPIC-LEVEL LEARNING Students learn one small topic segment at a time to
ensure a clear understanding and ability to easily apply concepts on the exam and in day-to-day HR scenarios.
» REAL-TIME KNOWLEDGE GAP ANALYSIS Real-time results and detailed feedback on learning
progress help guide course-wide and individual study priorities.
Preparation Tools Designed for Success:
What are the benefits of SHRM certification to the EMPLOYER?
What are the benefits of SHRM certification to the EMPLOYEE?
The SHRM certification program was creaed to meet the needs of employers worldwide, driving business through the gloally recognized competencies for HR professionals around the world. This is achieved through critical thinking, practical application and real-world experience
It demonstrates that your HR professionals have mastered the application of HR technical and behavioral competen-cies
Certification prepares your HR staff to assume greater leadership roles and contribute to strategic direction of your organization
Exam preparations helps HR professionals bring new ideas to your organization that will help drive success
It helps create a common HR languages that optimizes consistency and effectiveness
Inculcates business acumen in HR
Makes HR professionals think more strategically
Demonstrates employees’ commitment to HR
Ensures employees’ HR knowledge is up to date
Increases employees’ confidence in their ability to do the job
Shows the organization takes HR seriously
Gives employees greater trust and confidence in the HR department
Helps in hiring, promotion and job security
Professional accredited HR Credentials valued by business communities
Strengthens resume
Facilitates networking with HR professionals worldwide
Allows you to put the letters after your name
Is good for the reputation of the organization
SHRMCERTIFICATION PREPARATION
TOOLKIT
SHRM e-Books
Certificate of Participation
36 hours of expert-led virtual expert instruction
SHRM Learning Management System4 comprehensive learning modules available in print and e-reader formats. 18 months’ access to an Interactive Online Learning center with assessments, study plans, and practice questions based on the SHRM Body of Competency & Knowl-edgee™ (BoCK™) tested on SHRM-CP and SHRM-SCP exams
Designed for Adult Learners
Smart Study Tool
Tests (including knowledge and SJT questions)
E-reader modules
Flashcards and glossart
Learning Resource Center
Individual and group reporting of study analytics
Fee Structure
Exam fee is payable to SHRM directly.Exam is conducted in 8,000 testing centers of Prometrics around the world including Karachi, Lahore and Islamabad.
SHRM Exam Fee (SHRM Members)
SHRM Exam Fee(Non Members)
$ 300
$ 400
$ 375
$ 475
Description Early BirdValid till 15 Oct 2021
Regular FeeValid till 09 Nov 2021Description Early Bird
Valid till 30 Nov 2021
SHRM Certification Course (SHRM Members)
SHRM CertificationCourse (Non Members)
$ 1,500
$ 1,600
Regular FeeValid till 12 Feb 2022
$ 1,700
$ 1,800
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